The Gender Gap in Hiring: Overcoming Bias and Achieving Equity

International Women's Day is a time to celebrate women's achievements and advocate for gender equality.

As female founders of a business that provides a platform to promote equity throughout the recruitment process, we are acutely aware of (and often appalled by) the gender bias that can creep in during the recruitment process and its impact on hiring decisions.

Much research over the years has shown that women and men write their resumes and cover letters differently and that these differences directly affect how employers perceive their applications. For example, many studies have found that women are more likely than men to use tentative language like "I think" and "maybe" in their resumes and cover letters, and that using these terms is negatively related to hiring recommendations (for both men and women).

A 2016 study titled "Gender Differences in Language Use," published in the Journal of Business and Psychology analysed 14,000 resumes and found that women were more likely than men to use relational language in their resumes, like "team player" and "supportive," while men were more likely to use assertive words and phrases like "leader" and "competitive". The study found that these differences in language choice directly impacted how hiring managers perceived the applicants, particularly when selecting leaders and managers.

Another study published in 2017 called "Gender Bias in Recruitment and Selection" found that women were more likely to receive negative feedback on their resumes and cover letters than men, which resulted in them being less likely to progress to interviews. Additionally, the study found that this negative feedback was more likely to be based on subjective evaluations ("I don't think she has the right personality for this particular role") than on objective criteria ("She doesn't have the required experience").

And one last gem titled "Getting a Job: Is There a Motherhood Penalty?" found that women who included information about their family and personal life in their cover letters were less likely to be called back for a job interview than women who did not; however, the same did not hold true for men.

With all of this in mind, here are our top 3 tips on what to watch for to make sure you give yourself the best chance of overcoming any unconscious gender bias that might create a barrier to landing the role that you deserve.

Language choice

One of the critical differences between men's and women's resumes and cover letters is the language they use. Women are more likely to use collaborative language, emphasising their ability to work well in teams and build relationships with co-workers and clients; men tend to use more assertive language, focusing on their individual achievements and leadership abilities.

For example, a woman might write in her cover letter: "I have a track record of collaborating with cross-functional teams to deliver successful projects." A man might write: "I have led high-performing teams to achieve impressive results."?

Both statements are positive, but the language choice gives very different impressions of capability and confidence.

Self-promotion

Another difference in how women and men write their job applications is in the level of self-promotion. Women are less likely to highlight their accomplishments and more likely to downplay their strengths.

For example, a woman might write in her resume: "Assisted with the management of a successful marketing campaign." Whereas a man might describe this achievement as: "Led the development and execution of a highly successful marketing campaign."?

Again, both statements are positive, but the second statement is more assertive and self-promoting.

Emphasising technical and hard skills

Women are more likely to emphasise soft skills in their resumes and cover letters. Soft skills are interpersonal skills such as communication, problem-solving, and adaptability, and while these are important for both men and women in the workplace, women often overemphasise them.

For example, a woman might write in her cover letter: "My excellent communication skills and ability to work collaboratively make me a strong candidate for this position." A man might write: "My extensive experience and technical expertise make me the ideal candidate for this position."?

Again, both statements are positive, but the first emphasises soft skills over experience and ability.

So, what does this mean for women in the job market??

First and foremost, it's essential to be aware of these differences in the application process and counteract them to overcome any bias that may be present.?

Choose assertive language, promote your experience and achievements, and don't be afraid to blow your own trumpet.?

If you need help to write a kick-arse resume and cover letter that highlight how amazing you are and dramatically improve your chances of getting an interview, go to www.recruitablehub.com.?